Mandatory for EVERY employer from the 1st employee under the Arbeidsreglementenwet of 8 April 1965 — unique among EU countries. A copy must be filed with the regional labour inspection (Toezicht op de Sociale Wetten / FOD WASO — SPF Emploi) within 8 days, normally online via arbeidsreglement.belgie.be, which issues a registration number.
⚠️ This is a blank template, not legal advice: check the wording with a lawyer and adapt it to your jurisdiction and your case.
This template has no optional clauses: the text is the same for everyone.
Required fields not filled: 11. The PDF will have blank lines in their place to fill in by hand.
Click a field label in the text and type, or use the form. Empty fields become blank lines in the PDF.
WORK RULES (ARBEIDSREGLEMENT / RÈGLEMENT DE TRAVAIL)
1. LEGAL BASIS AND SCOPE 1.1. Under the Arbeidsreglementenwet of 8 April 1965 (wet tot instelling van de arbeidsreglementen), EVERY employer with at least ONE employee — including flexi-jobbers, students and extra's — must adopt written work rules. This obligation applies from the 1st employee, uniquely strict compared to most EU countries. 1.2. Applicable joint committee (paritair comité): .
2. INTRODUCTION PROCEDURE 2.1. Draft posted for staff remarks from: (15 calendar days). 2.2. After the posting period and any conciliation on remarks, a copy of the definitive rules must be filed with the regional labour inspection (Toezicht op de Sociale Wetten / FOD WASO — SPF Emploi) within 8 DAYS of the effective introduction date, normally online via arbeidsreglement.belgie.be, which assigns a registration number. 2.3. Registration number: . Effective introduction date: . 2.4. A signed copy (paper or durable electronic medium) must be given to EVERY employee.
3. WORK SCHEDULES 3.1.
4. PAYMENT OF WAGES 4.1. Payment method:
5. NOTICE PERIODS 5.1.
6. ⚠️ DISCIPLINARY SANCTIONS 6.1. 6.2. A sanction may ONLY be lawfully applied if it is listed in this document — record every application in the sanctions register within the statutory time limit.
7. INSPECTION AND PREVENTION SERVICE CONTACTS 7.1.
8. HOLIDAY DATES 8.1.
9. ⚠️ MANDATORY LANGUAGE REGIME 9.1. 9.2. The language of this document is dictated by the location of the operating office, NOT by agreement of the parties. In Flanders, a document drafted in a language other than Dutch is ABSOLUTELY VOID by operation of the Taaldecreet of 19 July 1973 — the court applies this ex officio, though the nullity may never be used to the worker's detriment.
SIGNATURES Employer ______________ / on behalf of / Employee (acknowledgement of receipt) ______________ / _______________ / Date: _______
This is a boilerplate template, not legal advice. Belgian labour, data-protection, consumer- protection and camera-surveillance law (Arbeidsreglementenwet of 8 April 1965; the Dimona declaration regime under RSZ/ONSS; the flexi-job legislation, open to ALL sectors — subject to sectoral opt-out — from 1 July 2026, with a 2026 income ceiling of €18,440/year and a HoReCa minimum flexi rate of €12.78/hour from 1 March 2026; the 650-hours/year student quota (2025– 2026 reform); deeltijdse arbeid rules on minimum hours and variable-schedule notice; the 2014 Wet betreffende het eenheidsstatuut on notice periods, as reformed for contracts starting on or after 1 June 2026; the GDPR (Regulation (EU) 2016/679), supervised by the GBA/APD; Boek VI WER/ CDE on distance sales and the 14-day herroepingsrecht/droit de rétractation; and the Camera Act of 21 March 2007 with the Royal Decree of 8 May 2018) is highly procedural, tied to fixed statutory deadlines (e.g. Dimona BEFORE work starts, arbeidsreglement filed with the inspection within 8 days, camera declarations no later than the day before activation) and to sanctions that include absolute nullity of documents. ⚠️ CRITICAL: the language of every HR/labour document is determined by the location of the operating office, NOT by the parties' choice — Flanders (Vlaanderen) requires Dutch only, under the Taaldecreet of 19 July 1973 a document in any other language is ABSOLUTELY VOID; Wallonia (Wallonie) requires French; Brussels (Bruxelles/Brussel) requires Dutch or French depending on the worker's own language; the German-speaking Community requires German. This English text is a DRAFTING AID ONLY and must be translated into the legally required language for the actual operating office before use, and reviewed and adapted by a Belgian employment/legal advisor (avocat/advocaat) or accountant (comptable/boekhouder) and verified against current FOD WASO/SPF Emploi, RSZ/ONSS, GBA/APD and FOD Economie/SPF Économie guidance before use.
Documents that are usually drawn up in the same process.
A full-time indefinite contract is legally valid even if concluded orally, but any special clause (training clause, non-compete) requires a WRITTEN agreement to be enforceable. Pay may never fall bel…
Mandatory 3-part compliance set for any surveillance camera under the Camera Act of 21 March 2007 and the Royal Decree of 8 May 2018: an ONLINE-ONLY declaration via aangiftecamera.be, an entrance pic…
Under the 2014 unified statute (Wet betreffende het eenheidsstatuut), the notice period runs in weeks by seniority; the notice MUST be served by registered letter or bailiff — never handed over in pe…
2 of 13 fields are taken from the company, employee or counterparty record, the questionnaire can be dictated to the AI, and the finished document comes with a number, a PDF and an acknowledgement record.